Employee Development
Why assessment is important in employee development
Assessment is very important in employ development as it involve collecting information and providing feedback to employees about their behavior, communication style, or skills. A negative feedback on either of the above would compel employees to change for the better. A positive feedback would imply that the employees work extra hard to even better these attributes. Assessment is important in employee development because it helps the management to identify employees with managerial capabilities (Noe, 2005).
Assessment helps in measuring current managers’ strengths and weaknesses. Through assessment, managers with potential to move into higher-level executive positions can be identified. When individuals doing the assessment undertake to work with teams, it becomes very easy for them to identify team members’ strengths and weaknesses and factors that negatively impact their productivity. Tools that are used in assessment like Myers-Briggs assessment tool, if used effectively, they enable the management to evaluate employees’ communication skills, motivation, teamwork, work styles, and leadership abilities. Other than the above mentioned skills, skills such as problem solving, interpersonal, administrative, and personal skills can also be evaluated using this tool.
Assessment can also help the management to know skills related to managerial success that an employee may be having (Noe, 2005). These include resourcefulness, setting a development climate, straightforwardness and composure, compassion and sensitivity, building and mending relationships, doing whatever it takes, acting with flexibility, putting people at ease, hiring talented staff, self-awareness, decisiveness, and balance between personal life and work.
Is assessment alone effective in employee development?
Assessment alone is not effective in employee development. It has to be integrated with formal education, interpersonal relationships, and job experiences. None of these can be ignored in employee development. For instance, job development is a very important aspect in employee development as it enables employees to handle unfamiliar responsibilities and prove themselves, develop new directions, and inherit problems (Noe, 2005). It enables employees to take high level responsibilities that have high stakes. This puts employees in a position to soak-in external pressures. Job experiences enables employees to be involved in non-authority relationships where they influence without authority.
Job experiences harden employees to face myriad obstacles like adverse business conditions in circumstances when there is little or no top management support. An obstacle may also be a difficult boss. Job experiences are used for employee development when employees are promoted, transferred, sent to a temporary assignment with another organization, or subjected to a downward move. It can also take the form of job rotation. Mentoring and coaching are the most popular interpersonal relationships used to develop employees (Noe, 2006).
What is the role of coaching in an effective employee development plan? Why would managers avoid coaching their employees?
Through coaching employees get to build their communication skills. An employee who is an effective communicator knows how to handle his/her peers and his/her superiors. Coaching by peers or managers enables an employee to build a specific skill or even change a pattern of behavior. It does also help an employee to adapt to a new process or practice. Coaching improves an employee’s working relationship or performance and productivity. It can make them overcome problems that come their way. Coaching can enhance performance of an employee especially when they are coached to perform better. This helps in enhancement of organizational effectiveness (Noe, 2005).
Coaches have to motivate employees, help them develop their skills, and provide reinforcement and feedback. The reason behind managers’ reluctance to coach their employees is that the employees may not be so open to them. Some employees may find it difficult honestly answering questions that relate to their career aspirations, and job satisfaction. Some managers fear that interacting so closely with the employees will make the respect the employees have for them vanish.
Many organizations have developed their own universities. What are the advantages and disadvantages in doing this?
Work places have since changed to places where people both learn and work. Companies have become places where workforce is educated. Some have even opened their own universities. This has helped a great deal because such universities provide on-going work related training to all levels of employees. Such institutions provide priceless information and resources to the learners. They also provide on-going work related training to employees who enroll with them (Dutkowsky, 2012).
What training methods are effective in training executives? Why are they effective?
Companies can liaise with learning institutions like universities to provide education needs of the company executives. The universities can come up with short, custom courses that are tailored to the needs of the executives. Companies can also allow their executives to make use of long distance learning opportunities that universities provide. Company executives can also supplement formal courses from consultants or university faculty with other types of training and development activities. These training methods enable company executives to enhance their strategic thinking capabilities and leadership abilities. The executives’ ability to compete globally is also enhanced. All these help in improving customer experience. Apart from the reasons given above, the training methods also make executives to develop functional expertise and business excellence (Noe, 2005).
References
Noe, R.A. (2006). Employee training and development (4th ed.). New York: McGraw-Hill/Irwin.
Noe, R.A. (2005). Employee training and development (3rd ed.). New York: McGraw-
Hill/Irwin.
Dutkowsky, S. (2012). Trends in Training and Development – the New Economy, Training in
U.S. Companies, Who Does the Training in Corporations? Retrieved from http://careers.stateuniversity.com/pages/852/Trends-in-Training-Development.html
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